Strukturion of Future Thinking
A characteristic feature of German practice owners is the evaluation of the quality of their practice management based on subjective assessments instead of objective data. This inevitably leads to serious misjudgements that have a negative impact on the overall service provision and quality of practice operations, a situation that can be identified time and again in practice management comparisons.
In modern management, involving team members in decision-making processes is often seen as key to increasing motivation, commitment and ultimately the performance of the entire team. But the question of up to what point a manager should involve their team members in decisions and at what point they should make the decisions themselves is complex and depends on various factors. This article details how leaders can find and maintain this balance.
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The following article deals with the difference between a traditional manager and a leading personality. While leaders derive their authority from formal power structures and their position within the organisation, leading personalities exert influence through their exceptional personality traits and skills such as charisma, vision and integrity, regardless of their formal position.
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Inefficient self-management not only impairs the individual performance of the manager, but also has a negative impact on the motivation and productivity of employees. The most important causes of poor self-management that can be observed in practice are described in detail below.
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Leaders must think strategically, lead teams and drive innovative solutions. An often overlooked skill that can fulfil these tasks is introspection – the ability to self-reflect and better understand oneself. This in-depth text explores the various aspects of introspection and highlights the many benefits it offers leaders.
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Efficient team management requires not only the ability to delegate tasks and set goals, but also a keen sense of the workload levels of team members. Overload can have a significant impact on the productivity and well-being of staff. Managers must be able to recognise signs of excessive demands at an early stage in order to take timely countermeasures. The most important characteristics and behaviours that indicate that a team is overloaded by the tasks to be completed or the required work performance are described below.
The results of practice management comparisons and the associated employee surveys in German general practitioner and specialist practices show: In many medical practices, the personal initiative of medical assistants is not welcomed and is even consistently discouraged. There are various reasons for this behaviour on the part of practice owners, including both practical and psychological aspects. This article highlights the most important reasons and outlines the consequences.
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Leaders are not only responsible for their own decisions, but also for the well-being and performance of their team. A crucial factor for successful leadership is the ability to self-criticise and take responsibility. When managers lack these skills and instead project blame and error onto others, it has a serious negative impact on team dynamics and overall organisational performance. This article explains the psychological principles behind blame and fault projection and the mechanisms that lead to poor leadership performance in this behaviour.
The emotional intelligence of managers plays a key role in everyday working life. An important aspect here is how managers deal with fear, as it has a significant impact on behaviour and decision-making. Fear-driven behaviour has a negative impact on the organisation, the team and general working conditions. The characteristics of scaredheads, i.e. leaders who are driven by fear, are explained below.
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Finding the perfect business coach for your team can be a challenging task. However, a good coach can make the difference between average and outstanding team performance. That’s why it’s crucial to approach this process carefully and methodically. In this article, we explain in detail how you as a leader can find the perfect business coach for your team. We look at the necessary groundwork, preliminary considerations and the relevant criteria to take into account when making this decision.
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R2049 